5 Tips For Managers To Ensure Your Team’s eLearning Success
How to maximize training ROI
If you’re an individual learner, we’ve already shared the 9 things you can do to get the most out of your training.
But what if you’re a team manager? Here’s what you can do to get the most bang for your team-training buck.
You’ve got a team.
And because great managers make sure their teams have access to everything they need to succeed, their success is your success.
If you want your team to bring their “A” game, you’ve got to make sure they’ve got an “A” game to bring, now and into the future. That’s why you give them the training they need to keep their skills up to date, help them work together, and let them excel.
But it’s not enough to just find the training they need.
It’s not even enough to tell them they need to actually do the training they need.
You need to give them all the motivation and support they need to complete the training, get the most out of it, and improve their performance and the entire organization.
1Incentivize them to meet training goals. Your reports have their day-to-day jobs to do, and that’ll always be their priority.
Making time for training — especially training they may not have asked for or wanted— may not be high on their list of things to do.
It’ll help to start with setting a reasonable, attainable timeline for completion, with benchmark goals.
Provide incentives for reaching training goals.
Then get commitments from your team to reach those goals.
PROTIP: Getting the team’s input on what your incentives are helps ensure that you’re offering what they’ll respond to.
2 Lunch-and-learn. If you’ve got several people in training at the same time, nothing builds momentum like a study group… and maybe a touch of competition.
Consider a weekly “lunch and learn” to watch the week’s lessons, discuss progress, and brainstorm those practical applications. Students succeed when they have an outlet to share ideas, request help, and consult with other team members they work with.
PROTIP: If it’s possible, getting the training up on a screen will serve as a reminder, and generate more discussion and review.
3Apply the training as you go. Theoretical learning is great, but what sticks is practical application.
Don’t wait till the training’s complete… have your people apply their new skills to real-world projects or initiatives inside your business as quickly as feasible, as they learn them, and let them feel the immediate impact of success that matters.
If you’re doing lunch-and-learns (see #2) with the whole team, having them collaborate as a whole or as small groups is a great team-building exercise.
When they see the real tangible effect the training has on their own projects and the company at large, they’ll be more committed.
And you’ll be immediately putting your training investment to work in ways that generate real ROI.
PROTIP: If you can measure the impact of the real-world application, reward individuals or teams who generate the most return for their efforts each week.
4 Make the training a part of their job. Employees who feel their training is a mandated requirement above and beyond their regular duties see it as a burden. So it falls into the “just get it over with” column.
But you don’t just want learners to “tick the boxes.” You want them to really learn applicable new skills that improve the bottom line, and validate the investment in training.
Make training a “part of the job” rather than an added task on top of their 40+ hour workweek. Let them spend N% of their work time on training. Employees whose training becomes an integrated part of their job appreciate that their company supports career enhancement.
They’ll put a premium on their training when they see that it offers career growth potential.
PROTIP: Discuss and share how adding skills and certifications can directly result in promotions, raises, or new positions. When they see that training is the path to real in-house success, they’ll be more committed.
5 Share successes with the team. When employees are able to implement real changes and the results meet established goals, make a point to vocalize these successes to the group. There’s nothing like positive reinforcement to motivated the entire team.
Even small successes, like completing a progress quiz with a top score or finishing a training module a day ahead of schedule, should be celebrated. They’ll appreciate the recognition, and it’ll motivate others.
PROTIP: A large visual, like a whiteboard timeline or a progress thermometer, is a simple and easy way to keep the goals and the progress top of mind.
If you can give your team clear goals, incentives for reaching them, and the time to pursue them, you’re sure to improve your training ROI.